The Application of Hackman and Oldham's Job Characteristic Model to Perceptions Community Music School Faculty Have Towards Their Job Page: 22
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job attitudes and productivity. To investigate their
hypothesis, they asked workers to describe times when they
felt good or bad about their jobs. They discovered that the
factors associated with satisfying experiences were
different from ones associated with negative experiences.
To explain this phenomenon, they proposed a two-factor
theory of motivation called the motivation-hygiene theory.
The theory states that satisfaction and dissatisfaction
are not opposite ends of a single continuum, but rather two
separate continua. The theory states that satisfaction is
primarily determined by factors intrinsic to work (i.e.,
achievement, recognition, advancement, the work itself)
while dissatisfaction stems from factors extrinsic to the
work (i.e., salary, job security, interpersonal relations).
The first set of factors is called motivators because they
only have the potential for increasing employee
satisfaction. The second set is called hygiene because the
improvements of these factors can only result in less
dissatisfaction.
Despite heavy criticism, the two-factor theory remains a
mainstay in the job satisfaction literature. The theory
provides an important distinction between physical and
psychological needs, and ties work to psychological well-22
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Lawrence, Robert M. The Application of Hackman and Oldham's Job Characteristic Model to Perceptions Community Music School Faculty Have Towards Their Job, dissertation, August 2001; Denton, Texas. (https://digital.library.unt.edu/ark:/67531/metadc2885/m1/32/: accessed July 17, 2024), University of North Texas Libraries, UNT Digital Library, https://digital.library.unt.edu; .